Unit of competency Outline
Date retreived
23/07/2026 12:35 PM AWST
23/07/2026 12:35 PM AWST
Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.
Promote and maintain positive employee relations
Promote and maintain positive employee relations
Unit of competency
National Code
LGAGOVA413B
LGAGOVA413B
State Code
C1210
C1210
TGA Status
Deleted
Deleted
DTWD Status
Deleted
Deleted
State Implementation and Classification
Approved Date
20/01/2006
Field of Education
080309 - Industrial Relations
Original Release Date
20/01/2006
Nominal Hours
40
Description
This unit covers developing a productive work environment by promoting positive employee relations. The unit is appropriate for supervisors, team leaders and managers across all areas of the organisation.
Notes
Elements and Performance Criteria
1 Consult with parties to facilitate positive employee relations
- 1.1 Consultation process is established and agreed upon by all parties.
- 1.2 Consultation between managers, supervisors, employees and union representatives is encouraged.
- 1.3 Information on employee relations is assessed, interpreted and provided in a format that is understandable and usable to employees.
- 1.4 All employees, including non-union employees and union representatives, are kept informed on all issues that may affect them.
- 1.5 Decision-making processes are undertaken that involve the participation of all relevant individuals and bodies.
- 1.6.Processes are implemented consistent with council policy and procedures on employee relations.
2 Provide effective counselling opportunities to staff to maintain positive relations
- 2.1 Counselling is offered to support employees in relation to work difficulties, career aspirations and personal difficulties.
- 2.2 Counselling techniques and styles appropriate to the situation and a diverse workforce are identified.
- 2.3 The counselling environment is selected in accordance with staff needs.
- 2.4 Active listening techniques are applied to formulate responses to employees.
- 2.5 Referrals to appropriate support professionals and agencies are made to aid employee performance and wellbeing where necessary.
- 2.6 Confidentiality principles are strictly adhered to
3 Promote systems that address problems, grievances and disputes
- 3.1 Processes and procedures are established and documented to ensure early intervention and identify and minimise problems, grievances or disputes.
- 3.2 Processes and procedures are communicated to, and supported by, all relevant groups and individuals.
- 3.3 Processes and procedures are followed to facilitate solutions to problems, grievances or disputes in a timely manner.
- 3.4 Specialist advice is taken where appropriate and/or when formal hearings are required.
- 3.5 A solution is agreed upon that considers the needs of the organisation and the individuals.
- 3.6 All proceedings are clearly documented in accordance with legislative and council requirements
The Range Statement relates to the Unit of Competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording in the Performance Criteria is detailed below.
Counselling may include:
recruitment
training and development
selection
termination
disciplinary
exit interviews
external counselling
career development
A diverse workforce may include any difference between individuals and groups such as:
age
gender
race
nationality
political and philosophical beliefs
specific individual or group characteristics
Specialist advice may include:
legal and employee relations experts
experts in the conduct of formal hearings in the relevant jurisdiction
Counselling may include:
recruitment
training and development
selection
termination
disciplinary
exit interviews
external counselling
career development
A diverse workforce may include any difference between individuals and groups such as:
age
gender
race
nationality
political and philosophical beliefs
specific individual or group characteristics
Specialist advice may include:
legal and employee relations experts
experts in the conduct of formal hearings in the relevant jurisdiction
Overview of assessment requirements
A person who demonstrates competency in this unit will be able to perform the outcomes described in the Elements to the required performance level detailed in the Performance Criteria. The knowledge and skill requirements described in the Range Statement must also be demonstrated. For example, knowledge of the legislative framework and safe work practices that underpin the performance of the unit are also required to be demonstrated.
Critical aspects of evidence to be considered
The demonstrated ability to:
consult relevant parties to promote positive employee relations
provide effective counselling opportunities to employees to maintain positive relations
develop grievance processes and procedures to resolve problems, grievances or disputes in a prompt manner that optimises the likelihood of a positive outcome
Context of assessment
Competency is demonstrated by performance of all stated criteria, with particular attention to the critical aspects and the knowledge and skills elaborated in the Evidence Guide, and within the scope of the Range Statement.
Relationship to other units(prerequisite or co-requisite units)
To enable holistic assessment this unit may be assessed with other units that form part of the job role.
Method of assessment
The following assessment methods are suggested:
observation of the learner performing a range of workplace tasks over sufficient time to demonstrate handling of a range of contingencies
written and/or oral questioning to assess knowledge and understanding
completion of workplace documentation
third-party reports from experienced practitioners
completion of self-paced learning materials including personal reflection and feedback from trainer, coach or supervisor
Evidence required for demonstration of consistent performance
Evidence should be collected over a set period of time that is sufficient to include dealings with an appropriate range and variety of situations.
Resource implications
The learner and trainer should have access to appropriate documentation and resources normally used in the workplace that should include:
records and filing system
telephone
council procedures
A person who demonstrates competency in this unit will be able to perform the outcomes described in the Elements to the required performance level detailed in the Performance Criteria. The knowledge and skill requirements described in the Range Statement must also be demonstrated. For example, knowledge of the legislative framework and safe work practices that underpin the performance of the unit are also required to be demonstrated.
Critical aspects of evidence to be considered
The demonstrated ability to:
consult relevant parties to promote positive employee relations
provide effective counselling opportunities to employees to maintain positive relations
develop grievance processes and procedures to resolve problems, grievances or disputes in a prompt manner that optimises the likelihood of a positive outcome
Context of assessment
Competency is demonstrated by performance of all stated criteria, with particular attention to the critical aspects and the knowledge and skills elaborated in the Evidence Guide, and within the scope of the Range Statement.
Relationship to other units(prerequisite or co-requisite units)
To enable holistic assessment this unit may be assessed with other units that form part of the job role.
Method of assessment
The following assessment methods are suggested:
observation of the learner performing a range of workplace tasks over sufficient time to demonstrate handling of a range of contingencies
written and/or oral questioning to assess knowledge and understanding
completion of workplace documentation
third-party reports from experienced practitioners
completion of self-paced learning materials including personal reflection and feedback from trainer, coach or supervisor
Evidence required for demonstration of consistent performance
Evidence should be collected over a set period of time that is sufficient to include dealings with an appropriate range and variety of situations.
Resource implications
The learner and trainer should have access to appropriate documentation and resources normally used in the workplace that should include:
records and filing system
telephone
council procedures
Replaces
| State Code | National Code | Title | Type |
|---|---|---|---|
| C4319 | LGAGOVA413A | Promote and maintain positive employee relations | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| C744 | LGA40204 | Certificate IV in Local Government Administration | Qualification |